Change Takes AGES: A Brain-based Model for Making Change and Learning Stick

Dr. Tobias Kiefer, Director of Global Learning and Development at Booz & Company, on how to create brain-friendly change programs that stick.

What’s the latest research telling us about how the brain wants to learn and process change? When Dr. Tobias Kiefer, Director of Global Learning and Development at Booz & Company, needed to create a new leadership development program for his organization, he decided to take the unconventional route. The program he developed was grounded in the latest neuroscience research on how the brain encodes, generates and retrieves memories. His approach was based on the AGES-learning model, which combines deep emotional experiences, focused attention, spacing of new information over time, and enabling individuals to generate their own learning. In this interview, Dr. Kiefer shares insights that will help Project Managers design change and learning initiatives that stick.

The Interview

Listen now:

Audio clip: Adobe Flash Player (version 9 or above) is required to play this audio clip. Download the latest version here. You also need to have JavaScript enabled in your browser.

Tell us a little bit about your role as Global Director of Learning and Development at Booz & Company.

Why is it important to understand the fundamentals of how the brain works when designing change programs such as a leadership development program?

What was the process you went through to implement AGES model and what were some of the key guiding principles that shaped your approach?

What were some of the “aha” moments you experience as you were designing the AGES model?

Can you walk us through the 4 domains of the AGES model?

After implementing the AGES model for a number of years now, what are some of the benefits gained from the program in the areas of engagement and motivation and what surprised you the most about the results?

What do you see as the future implications of the AGES-Model on how we design training programs for both facilitators and participants?

What recommendations do you have for organizations that are interested in implementing the AGES model in their training or leadership development programs?

Change Takes AGES: A Brain-based Model for Making Change and Learning Stick

Dr. Tobias Kiefer, Director of Global Learning and Development at Booz & Company, on how to create brain-friendly change programs that stick.

What’s the latest research telling us about how the brain wants to learn and process change? When Dr. Tobias Kiefer, Director of Global Learning and Development at Booz & Company, needed to create a new leadership development program for his organization, he decided to take the unconventional route. The program he developed was grounded in the latest neuroscience research on how the brain encodes, generates and retrieves memories. His approach was based on the AGES-learning model, which combines deep emotional experiences, focused attention, spacing of new information over time, and enabling individuals to generate their own learning. In this interview, Dr. Kiefer shares insights that will help Project Managers design change and learning initiatives that stick.

The Interview

Listen now:

Audio clip: Adobe Flash Player (version 9 or above) is required to play this audio clip. Download the latest version here. You also need to have JavaScript enabled in your browser.

Tell us a little bit about your role as Global Director of Learning and Development at Booz & Company.

Why is it important to understand the fundamentals of how the brain works when designing change programs such as a leadership development program?

What was the process you went through to implement AGES model and what were some of the key guiding principles that shaped your approach?

What were some of the “aha” moments you experience as you were designing the AGES model?

Can you walk us through the 4 domains of the AGES model?

After implementing the AGES model for a number of years now, what are some of the benefits gained from the program in the areas of engagement and motivation and what surprised you the most about the results?

What do you see as the future implications of the AGES-Model on how we design training programs for both facilitators and participants?

What recommendations do you have for organizations that are interested in implementing the AGES model in their training or leadership development programs?

Change Takes AGES: A Brain-based Model for Making Change and Learning Stick

Dr. Tobias Kiefer, Director of Global Learning and Development at Booz & Company, on how to create brain-friendly change programs that stick.

What’s the latest research telling us about how the brain wants to learn and process change? When Dr. Tobias Kiefer, Director of Global Learning and Development at Booz & Company, needed to create a new leadership development program for his organization, he decided to take the unconventional route. The program he developed was grounded in the latest neuroscience research on how the brain encodes, generates and retrieves memories. His approach was based on the AGES-learning model, which combines deep emotional experiences, focused attention, spacing of new information over time, and enabling individuals to generate their own learning. In this interview, Dr. Kiefer shares insights that will help Project Managers design change and learning initiatives that stick.

The Interview

Listen now:

Audio clip: Adobe Flash Player (version 9 or above) is required to play this audio clip. Download the latest version here. You also need to have JavaScript enabled in your browser.

Tell us a little bit about your role as Global Director of Learning and Development at Booz & Company.

Why is it important to understand the fundamentals of how the brain works when designing change programs such as a leadership development program?

What was the process you went through to implement AGES model and what were some of the key guiding principles that shaped your approach?

What were some of the “aha” moments you experience as you were designing the AGES model?

Can you walk us through the 4 domains of the AGES model?

After implementing the AGES model for a number of years now, what are some of the benefits gained from the program in the areas of engagement and motivation and what surprised you the most about the results?

What do you see as the future implications of the AGES-Model on how we design training programs for both facilitators and participants?

What recommendations do you have for organizations that are interested in implementing the AGES model in their training or leadership development programs?